WASHINGTON PAID FAMILY AND MEDICAL LEAVE ACT. As of January 1, 2020, employees shall be entitled to take paid FMLA per the Paid Washington Paid Family and Medical Leave Act, which includes but is not limited to the employee’s illness; injury; temporary disability; medical or dental care; or to attend to members of the employee’s or the employee’s spouse’s immediate family or domestic partner or domestic partner’s immediate family, where the employee’s presence is required because of illness or as otherwise required by the state or federal Washington Paid Family Medical Leave Act or other State law.The Employer may, in its sole discretion, require reasonable proof of illness or disability and/or certification of the necessity of the employee’s absence.
WASHINGTON PAID FAMILY AND MEDICAL LEAVE ACT. Employees shall be entitled to take paid family and medical leave (PFML) per the Paid Washington Paid Family and Medical Leave Act, which includes but is not limited to the employee’s illness; injury; temporary disability; medical or dental care; or to attend to members of the employee’s or the employee’s spouse’s immediate family or domestic partner or domestic partner’s immediate family, where the employee’s presence is required because of illness or as otherwise required by the state or federal Washington Paid Family Medical Leave Act or other State law. The Employer may, in its sole discretion, require reasonable proof of illness or disability and/or certification of the necessity of the employee’s absence.
WASHINGTON PAID FAMILY AND MEDICAL LEAVE ACT. (PFML) Leave. The Washington Employment Security Department (“ESD”) determines eligibility for WA PFML benefits. WA PFML benefits will generally be available for employees who work at least eight hundred and twenty (820) hours in the qualifying period. Eligible employees will generally be able to take up to twelve (12) weeks of leave (up to eighteen (18) weeks in certain cases), with partial wage replacement paid by ESD. ESD will generally award benefits for the following reasons: • To bond with the employee’s child during the first 12 months after the birth or placement of the child; • The employee or the employee’s family member has serious health condition; and • Certain military events related to a family member’s military service, including leave for short-notice deployments, urgent childcare related to military service, and post-deployment activities. Woodland Park Zoo – Joint Crafts Council 2021-2023 Collective Bargaining Agreement A premium paid by the zoo and employee funds the WA PFML benefits. ESD determines the amount of the premium. ESD may adjust the amount of premium annually. The zoo will deduct from employees’ pay whatever portion of the premium ESD determines to be the employee portion through wage deductions. The zoo will pay any remainder of the premium. The zoo will begin to deduct the WA PFML premium from wages the pay period following ratification of this Agreement. Employees may also utilize accrued sick leave or vacation time to make whole any wage replacement provided under PFML. The Zoo will continue to pay its share of the premiums for medical coverage during the PFML portion of leaves. Employee shares of premiums will be deducted from any paychecks issued. It is the employee's responsibility to pay the Zoo their share of any premium payments in order to continue medical or dental coverage for themselves or their dependents, or coverage may be discontinued.
WASHINGTON PAID FAMILY AND MEDICAL LEAVE ACT. A qualifying employee may take family leave in accordance with the Washington Paid Family Leave Act, RCW 50A.04. Leave generally will coincide and run concurrently with the FMLA leave. For union members, the College pays .147 % and the employee pays .253% of the employee’s salary under Washington State’s Paid Family and Medical Leave Program (RCW 50A.04). This program and its eligibility criteria are managed by Washington’s Employment Security Department (ESD). Notification to the Employer: When applying to ESD, employees must also notify the Employer of the need for leave; employees should provide at least 30 days’ advance notice of foreseeable leave and for unforeseeable leave notice should be given as soon as practicable. Employees may not supplement the State PFML benefits with accrued or other paid leave from the Employer and will not be eligible for PFML benefits if receiving time loss benefits through the workers compensation system. When an employee is on leave and receiving PFML benefits from the State, the employee is deemed to be in unpaid status for purposes of the Employer’s policies. Insurance coverage will be handled in the same manner as other unpaid leaves of absence, pursuant to the employer’s policy and subject to any FMLA requirements requiring the continuation of coverage.
