Washington Family Care Act. Pursuant to the Family Care Act (RCW 49.12.265, et seq.), an employee shall have access to vacation and sick leave in accordance with the access provisions set forth in this Agreement to care for (1) an employee’s child who has a health condition requiring treatment or supervision, or (2) a spouse, parent, parent-in-law, or grandparent of the employee with a serious health and/or emergency condition.
Washington Family Care Act. The Washington Family Care Act provides Washington employees of Xxxxxx Permanente the use of accrued leave, (sick time, PTO, vacation, or ESL) to care for the employee's spouse, child under the age of 18, parent (biological or in loco parents), parent-in-law or grandparent.
Washington Family Care Act. The Parties agree to comply with the provisions of the applicable parental and family leave laws. Employees may be required to submit satisfactory evidence of injury, illness or disability for themselves or a dependent child. In addition, employees may be requested to obtain a release to return to work from their health care provider. This signed release should indicate the period of illness and the employee's ability to resume work, and be forwarded to the Human Resources department.
Washington Family Care Act. The Parties agree to comply with the provisions of the applicable parental and family leave laws. Employees may be required to submit satisfactory evidence of injury, illness or disability for themselves or a dependent child. In addition, employees may be requested to obtain a release to return to work from their health care provider. This signed release should indicate the period of illness and the employee's ability to resume work, and be forwarded to the Human Resources department. Starting the first full pay period after December 31, 2019, no further EIB accrual will occur. All existing EIB accruals for then-current employees shall be frozen as of that date and shall be placed in a bank for each respective employee. Employees hired on or after ratification will not accrue or participate in EIB. For a period of one (1) year (through Dec. 31, 2020), accrued EIB may be used for the following purposes:
Washington Family Care Act. Pursuant to the Family Care Act (RCW 49.12.265, et seq.) and applicable regulations, an employee shall have access to PSL, PTO, or EIT in accordance with the access provisions set forth in this Agreement to care for (1) an employee’s child who has a health condition requiring treatment or supervision, or (2) a spouse, parent, parent-in-law, or grandparent of the employee with a serious health and/or emergency condition.
Washington Family Care Act. Regular employees are eligible to take PTO or use EIB consistent with the provisions the Washington Family Care Act (WFCA).
Washington Family Care Act. The Washington Family Care Act allows an employee to use any or all of the employee’s choice of paid time off that is provided under the terms of this agreement for: a child of the employee with a health condition requiring supervision or, a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or emergency condition, Use of available paid time off for these reasons shall be according to the provisions of the Washington Family Care Act (RCW 49.12.270). A doctor’s verification may be required for use of such paid time off.
Washington Family Care Act. An employee may use accrued vacation or sick 14 leave for a qualifying event under the Washington Family Care Act. For leave that does not qualify 15 under the Washington Family Care Act or the Family Medical Leave Act, the following applies: An 16 employee who has exhausted all of his or her sick leave may use accrued vacation leave as sick leave 17 before going on leave of absence without pay provided after four (4) days of vacation leave have 18 been used as an extension of sick leave during each six (6) month period of the calendar year 19 (January through June, July through December), use of additional vacation leave for this purpose is 20 subject to the Employer’s prior approval.
Washington Family Care Act. An employee who has existing leave accruals may use accrued time to provide needed care for a spouse, registered domestic partner, child, parent, parent-in-law through marriage or domestic partnership, or grandparent with a serious health condition. It can also be used to care for a child under the age of 18 with a routine childhood illness or for needed preventive care (i.e., doctor or dentist visits) or to care for an adult child with a disability. The leave will run concurrently with any leave approved under the Family and Medical Leave Act (FMLA).
Washington Family Care Act. The Federal FMLA largely supersedes the Washington Family Care Act. The exception is the amount of “bonding time” granted to the birth mother of a newborn child. Washington law grants the birth mother up to 12 weeks of job-protected leave to bond with their newborn child. Periods of disability are not counted against this allowance. The “bonding time” allowance generally starts six to eight weeks following the birth of the child, or when the doctor releases the mother to return to work. The Port will maintain the employee’s health insurance during this leave. Pay will be maintained to the extent the employee has accrued leave on the books.
