UW/WFSE-UWPMA Contract (Effective 7/1/13 - 6/30/15)
Article 11 - Sick and Bereavement Leave
11.1 Sick Leave.
Full-time employees (prorated for part-time) accrue eight (8) hours credit for each month of completed regular monthly service. Sick leave credits shall not accrue during a leave of absence without pay which exceeds ten working days in any calendar month.
Sick leave shall be allowed an employee under the following conditions. The Employer reserves the right to require medical verification or appropriate proof when sick leave is requested for any reason listed below. The Employer will not make unreasonable requests for sick leave verification.
- Because of and during illness, disability or injury which has incapacitated the employee from performing required duties
- By reason of exposure of the employee to a contagious disease during such period as attendance on duty would jeopardize the health of fellow employees or the public.
- Because of emergencies caused by serious illness or injury of a family member that require the presence of the employee to provide immediate necessary care of the patient or to make arrangements for extended care. The Director of Human Resources Operations may authorize sick leave use as provided in this subsection for other than family. The applicability of "emergency," "necessary care" and "extended care" shall be made by the Director of Human Resources Operations.
- To care for the employee's child under the age of eighteen (18) with a health condition that requires treatment or supervision, or to make arrangement for extended care.
- Because of illness or injury of a family or household member who is a person of disability and requires the employee's presence to provide short-term care or to make arrangements for extended care.
- Because of a family or household member's death that requires the assistance of the employee in making arrangements for interment of the deceased.
- For personal medical, dental, or optical appointments or for family members' appointments when the presence of the employee is required, if arranged in advance with the employer.
- To provide emergency child care for the employee's child for the following reasons: unexpected absence of regular care provider, unexpected closure of the child's school or day care, unexpected need to pick up a child at school earlier than normal. For this purpose, use of sick leave shall be limited to three (3) instances per calendar year not to exceed twenty-four (24) hours, unless extended by the Employer.
- Sick leave may be granted for condolence or bereavement.
Use of Vacation Leave or Compensatory Time Off for Sick Leave Purposes.
An employee who has used all accrued sick leave may be allowed to use accrued vacation leave and/or compensatory time off for sick leave purposes when approved in advance or authorized by the employee's departmental supervisor.
Restoration of Vacation Leave.
In the event of an incapacitating illness or injury during vacation leave, the employee's supervisor may authorize the use of sick leave and the equivalent restoration of any vacation leave otherwise charged. Such requests shall be in writing, and a medical certificate may be requested.
No Abuse of Sick Leave.
The Union and Employer agree that the abuse of sick leave will not be condoned. Cases involving suspected abuse of sick leave should be addressed on an individual basis and shall be discussed with the employee, shop steward or appropriate Union representative.
11.2 Sick Leave Cash Out.
Eligible employees may elect to receive monetary compensation for accrued sick leave as follows:
In January of each year an employee whose sick leave balance at the end of the previous year exceeds four hundred eighty (480) 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. No sick leave hours may be converted which would reduce the calendar year end balance below four hundred eighty (480) hours. Monetary compensation shall be paid at the rate of twenty-five percent and shall be based on the employee's current salary. All converted hours will be deducted from the sick leave balance.
Employees who separate from University service due to retirement or death shall be compensated for the unused sick leave accumulation from the date of most recent hire in a leave eligible position with the State of Washington at the rate of 25%. Compensation shall be based upon the employee's wage at the time of separation. For the purpose of this section, retirement shall not include vested out of service employees who leave funds on deposit with the retirement system.
Former eligible employees who are re-employed within three (3) years of their separation from service shall be granted all unused sick leave credits, if any, to which they are entitled at time of separation.
11.3 Bereavement Leave.
An employee shall be granted three (3) days of bereavement leave for each death of a family member as defined in Section 11.4.
The University defines "Family Member" as: the employee's spouse or same or opposite sex domestic partner, child, parent, grandparent, grandchild, sister, or brother. It also includes individuals in the following relationships with the employee's spouse or domestic partner: child, parent, and grandparent. "Child" also includes any child residing in the employee's home through foster care, legal guardianship or custody. Family members include those persons in a "step" relationship.
11.5 Reasonable Accommodation Due to Disability.
An employee who is unable to perform the essential functions of their position due to mental, sensory or physical incapacity may be separated from service after the institution has made good faith efforts to reasonably accommodate the employee's disability in accordance with applicable state and federal law.
11.7 Uniformed Service Shared Leave Pool.
Eligible state employees may donate leave to the uniformed services shared leave pool for use by state employees who have been called to active duty in one of the uniformed services of the United States. Employees may participate in this program in accordance with state law and University policy.
11.8 Choice of Leave.
In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for their (a) child with a health condition that requires treatment or supervision of (b) spouse, parent, parent-in-law, or grandparent who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.