An employee who needs time off from work because of a personal or 1family member's serious health condition, or to care for a newborn or newly placed adoptive or foster child, or child in a "step" relationship,may be entitled to up to 12 workweeks of leave per calendar year under the provisions of the Family and Medical Leave Act of 1993 (FMLA).
To be eligible, professional staff employees must meet FMLA eligibility requirements. Follow this link for information on FMLA eligibility and additional Family and Medical Leave Information. Questions regarding application of the Family and Medical Leave Act provisions should be directed to the appropriate Human Resources Consultant.
Up to four months of parental leave may be granted to an employee with a natural newborn, adoptive, or foster child. The employee may use a combination of annual leave, up to ten days of sick leave, personal holiday,leave without pay and compensatory time while on parental leave.
Parental leave must be taken during the first year after the child's birth or placement and does not extend beyond four months, including time covered by the federal Family and Medical Leave Act (FMLA). The employee's supervisor may approve additional parental leave.
Under Washington state law, an employee who accrues sick leave is entitled to use any or all earned and available paid time off work (vacation leave,sick leave, personal holiday and compensatory time (overtime covered professional staff only) to care for:
For this purpose "child" means a biological, adopted or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis who is under 18, or 18 or older and incapable of self care due to mental or physical disability.
Employees must provide as much advance notice of the need for Family Care Leave leave as possible. If the need for leave is due to of an emergency,employees must provide notification as required by the employee's department. In the absence of a departmental requirement, employees must notify their supervisor or department administrator before leaving the workplace. Health care provider certification may be required to support the need for leave.
Absences due to the need to take Family Care Leave may also be deducted from an employee's Family and Medical Leave entitlement depending on the employee's eligibility for FMLA leave, and the relationship of the 1family member for whom leave is taken.
A "child care emergency" is defined as an employee's unanticipated need to care for the employee's child due to such conditions as an unexpected absence of a regular care provider, closure of the child's school, or any other need to care for the child that was not forseeable.
An employee who is unable to report for or remain at work due to a childcare emergency may use vacation leave, sick leave, or LWOP up to a maximum of three days of each type of leave per calendar year, unless the supervisor approves the use of additional leave.
1Family member means the employee's spouse or same or opposite sex domestic partner; child; parent; grandparent; grandchild; sister; or brother. Family member also includes individuals in the following relationships with the employee's spouse or domestic partner: child,parent, or grandparent. It also includes those persons in a “step” relationship.