Common use of Shared Leave Use Clause in Contracts

Shared Leave Use. A. The College will determine the amount of leave, if any, that an employee may receive. However, the College may not prevent an employee from using leave intermittently or on nonconsecutive days so long as the leave has not been returned under RCW 41.04.665(10) and Subsection 15.5 F below. An employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. An employee receiving industrial insurance wage replacement benefits may not receive greater than twenty-five percent (25%) of their base salary from the receipt of shared leave. B. The College will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under Subsection 15.2 A.1; 2. Verification of child birth or placement of adoption or ▇▇▇▇▇▇ care, or of a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave in Subsection 15.2 A.5. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2 A.2; or 4. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 15.2 A.3. C. The College may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 15.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. Parental leave – Parental leave received under this policy must be used within sixteen (16) weeks immediately after birth or placement. However, if an employee receiving parental leave also receives leave due to pregnancy disability, the parental leave may be taken in the sixteen (16) weeks immediately after the pregnancy disability leave. E. The College should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. F. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/educational service district. G. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. H. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. I. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. J. The College will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The College will determine the amount of leave, if any, that an employee may receive. However, the College may not prevent an employee from using leave intermittently or on nonconsecutive days so long as the leave has not been returned under RCW 41.04.665(10) and Subsection 15.5 F below. An employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. An employee receiving industrial insurance wage replacement benefits may not receive greater than twenty-five percent (25%) of their base salary from the receipt of shared leave. B. The College will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under Subsection 15.2 A.1; 2. Verification of child birth or placement of adoption or ▇▇▇▇▇▇ care, or of a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave in Subsection 15.2 A.5. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2 A.2; or 4. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 15.2 A.3. C. The College may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 15.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. Parental ▇. ▇▇▇▇▇▇▇▇ leave – Parental leave received under this policy must be used within sixteen (16) weeks immediately after birth or placement. However, if an employee receiving parental leave also receives leave due to pregnancy disability, the parental leave may be taken in the sixteen (16) weeks immediately after the pregnancy disability leave. E. The College should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. F. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/educational service district. G. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. H. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. I. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. J. ▇. The College will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. 19 A. The College District will determine the amount of leave, if any, that which an employee may 20 receive. However, the College may not prevent an employee from using leave intermittently or on nonconsecutive days so long as the leave has not been returned under RCW 41.04.665(10) and Subsection 15.5 F below. An employee will not receive more than five hundred twenty-twenty- 21 two (522) days of shared leave during total state employment. The College leave, except that, the District may authorize leave in 22 excess of five hundred twenty-two (522) days in extraordinary circumstances for 23 an employee qualifying for the program because the employee is they are suffering from an illness, 24 injury, impairment or physical or mental condition which is of an extraordinary or 25 severe nature. An employee receiving industrial insurance wage replacement benefits may not receive greater than twenty-five percent (25%) of their base salary from the receipt of shared leave. 26 B. The College District will require the employee to submit, prior to approval or disapproval: 1. 27 a. A medical certificate from a licensed physician or health care practitioner 28 verifying the employee’s required absence, the description of the medical 29 problem, and expected date of return-to-return to work status for shared leave under 30 Subsection 15.2 40.2 A.1; 2. 1 b. A copy of the military orders verifying the employee’s required absence for 2 shared leave under Subsection 40.2 A.2; 3 c. Proof of acceptance of an employee’s offer to volunteer for either a 4 governmental agency or a nonprofit organization during a declared state of 5 emergency for shared leave under Subsection 40.2 A.3; 6 d. Verification of child birth childbirth or placement of adoption or ▇▇▇▇▇▇ care, or of a medical certificate when the 7 employee is qualified under Subsection 40.2 A.5; or 8 e. Medical certification from a licensed physician or health care provider 9 verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave in 10 Subsection 15.2 A.540.2 A.6. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2 A.2; or 4. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 15.2 A.3. 11 C. The College District may require the employee to submit, prior to approval or disapproval, 12 verification of the employee’s status as a victim of domestic violence, sexual assault 13 or stalking for shared leave under Subsection 15.2 40.2 A.4. Such verification will be in 14 accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or 15 more of the following: 1. 16 a. An employee’s own written statement; 2. 17 b. A statement from an attorney or advocate, member of the clergy, or medical 18 or other professional; and/or 3. 19 c. A court order or police report documenting the employee is a victim of 20 domestic violence, sexual assault or stalking. 21 D. Parental leave – Parental leave received under this policy must be used within sixteen (16) weeks immediately after birth or placement. However, if an employee receiving parental leave also receives leave due to pregnancy disability, the parental leave may be taken in the sixteen (16) weeks immediately after the pregnancy disability leave. E. The College District should consider other methods of accommodating the employee’s 22 needs, such as modified duty, modified hours, flex-time or special assignments in 23 lieu of shared leave usage. F. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/educational service district. G. 24 E. Vacation leave, sick leave, or all or part of a personal holiday transferred from a 25 donating employee will be used solely for the purpose stated in this Article. H. 26 F. The receiving employee will be paid their regular rate of pay; therefore, the value 27 of one (1) hour of shared leave may cover more or less than one (1) hour of the 28 recipient’s salary. I. 29 G. Eight (8) hours a month of accrued and/or shared leave may be used to provide for 30 the continuation of benefits as provided for by the Public Employee’s Benefit BoardDistrict. J. 1 H. The College District will respond in writing to shared leave requests within fourteen (14) 2 calendar days of receipt of a properly completed request.. 3

Shared Leave Use. A. The College will determine the amount of leave, if any, that an employee may receive. However, the College may not prevent an employee from using leave intermittently or on nonconsecutive days so long as the leave has not been returned under RCW 41.04.665(10) and Subsection 15.5 F below. An employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. An employee receiving industrial insurance wage replacement benefits may not receive greater than twenty-five percent (25%) of their base salary from the receipt of shared leave. B. The College will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under Subsection 15.2 A.1; 2. Verification of child birth or placement of adoption or ▇▇▇▇▇▇ care, or of a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave in Subsection 15.2 A.5. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2 A.2; or 4. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 15.2 A.3. C. The College may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 15.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. Parental ▇. ▇▇▇▇▇▇▇▇ leave – Parental leave received under this policy must be used within sixteen (16) weeks immediately after birth or placement. However, if an employee receiving parental leave also receives leave due to pregnancy disability, the parental leave may be taken in the sixteen (16) weeks immediately after the pregnancy disability leave. E. . The College should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. F. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/educational service district. G. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. H. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. I. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. J. The College will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. 21 A. The College District will determine the amount of leave, if any, that which an employee may 22 receive. However, the College may not prevent an employee from using leave intermittently or on nonconsecutive days so long as the leave has not been returned under RCW 41.04.665(10) and Subsection 15.5 F below. An employee will not receive more than five hundred twenty-twenty- 23 two (522) days of shared leave during total state employment. The College leave, except that, the District may authorize leave in 24 excess of five hundred twenty-two (522) days in extraordinary circumstances for 25 an employee qualifying for the program because the employee is they are suffering from an 26 illness, injury, impairment or physical or mental condition which is of an 27 extraordinary or severe nature. An employee receiving industrial insurance wage replacement benefits may not receive greater than twenty-five percent (25%) of their base salary from the receipt of shared leave. 28 B. The College District will require the employee to submit, prior to approval or disapproval: 1. 29 a. A medical certificate from a licensed physician or health care practitioner 30 verifying the employee’s required absence, the description of the medical 1 problem, and expected date of return-to-return to work status for shared leave under 2 Subsection 15.2 40.2 A.1; 2. 3 b. A copy of the military orders verifying the employee’s required absence for 4 shared leave under Subsection 40.2 A.2; 5 c. Proof of acceptance of an employee’s offer to volunteer for either a 6 governmental agency or a nonprofit organization during a declared state of 7 emergency for shared leave under Subsection 40.2 A.3; 8 d. Verification of child birth childbirth or placement of adoption or ▇▇▇▇▇▇ care, or of a medical certificate when the 9 employee is qualified under Subsection 40.2 A.5; or 10 e. Medical certification from a licensed physician or health care provider 11 verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave in 12 Subsection 15.2 A.540.2 A.6. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2 A.2; or 4. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 15.2 A.3. 13 C. The College District may require the employee to submit, prior to approval or disapproval, 14 verification of the employee’s status as a victim of domestic violence, sexual 15 assault or stalking for shared leave under Subsection 15.2 40.2 A.4. Such verification 16 will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and 17 may be one or more of the following: 1. 18 a. An employee’s own written statement; 2. 19 b. A statement from an attorney or advocate, member of the clergy, or 20 medical or other professional; and/or 3. 21 c. A court order or police report documenting the employee is a victim of 22 domestic violence, sexual assault or stalking. 23 D. Parental leave – Parental leave received under this policy must be used within sixteen (16) weeks immediately after birth or placement. However, if an employee receiving parental leave also receives leave due to pregnancy disability, the parental leave may be taken in the sixteen (16) weeks immediately after the pregnancy disability leave. E. The College District should consider other methods of accommodating the employee’s 24 needs, such as modified duty, modified hours, flex-time or special assignments in 25 lieu of shared leave usage. F. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/educational service district. G. 26 E. Vacation leave, sick leave, or all or part of a personal holiday transferred from a 27 donating employee will be used solely for the purpose stated in this Article. H. 28 F. The receiving employee will be paid their regular rate of pay; therefore, the value 29 of one (1) hour of shared leave may cover more or less than one (1) hour of the 30 recipient’s salary. I. 1 G. Eight (8) hours a month of accrued and/or shared leave may be used to provide 2 for the continuation of benefits as provided for by the Public Employee’s Benefit BoardDistrict. J. 3 H. The College District will respond in writing to shared leave requests within fourteen (14) 4 calendar days of receipt of a properly completed request.. 5

Shared Leave Use. A. The College will determine the amount of leave, if any, that an employee may receive. However, the College may not prevent an employee from using leave intermittently or on nonconsecutive days so long as the leave has not been returned under RCW 41.04.665(10) and Subsection 15.5 F below. An employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. An employee receiving industrial insurance wage replacement benefits may not receive greater than twenty-five percent (25%) of their base salary from the receipt of shared leave. B. The College will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under Subsection 15.2 A.1; 2. Verification of child birth or placement of adoption or ▇▇▇▇▇▇ care, or of a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave in Subsection 15.2 A.5. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2 A.2; or 4. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 15.2 A.3. C. The College may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 15.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. Parental leave – Parental leave received under this policy must be used within sixteen (16) weeks immediately after birth or placement. However, if an employee receiving parental leave also receives leave due to pregnancy disability, the parental leave may be taken in the sixteen (16) weeks immediately after the pregnancy disability leave. E. The College should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. F. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/educational service district. G. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. H. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. I. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. J. The College will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.