Effective 7/1/15 - 6/30/17
13.1 In addition to the circumstances specified elsewhere in this Agreement, the Employer, in its discretion and subject to operational requirements, may approve a leave without pay for the following reasons specified below. Leaves without pay must be approved or denied by the Employer in writing within fourteen (14) calendar days of the request when practicable and if denied will include the reason for denial. Approval will set a date for the employee's return to work. Modification of the return date must also be approved in writing by the Employer.
13.2 Family and Medical Leave Act.
Leave under the Family and Medical Leave Act will be treated in accordance with applicable state and federal law. It is the intention of the University to comply with the Federal Family and Medical Leave Act through its policies and procedures located at: http://www.washington.edu/admin/hr/pol.proc/fmla/index.html
Family members will be as defined in Article 11, Section 4.
13.3 Parental leave.
Parental leave will be treated in accordance with applicable state and federal law. Parental leave under this Agreement will be administered according to University policies and procedures located at: http://www.washington.edu/admin/hr/pol.proc/fmla/#parental_lv
13.4 Disability Leave.
Disability leave will be treated in accordance with applicable state and federal law. Disability leave under this Agreement will be administered according to University policies and procedures located at: http://www.washington.edu/admin/hr/pol.proc/accommodation/disability.leave.policy.html
13.5 Educational Leave.
Leave of absence without pay may be granted for educational leave for the duration of actual attendance in the educational program.
13.6 Leave Due to Child Care Emergencies.
13.7 Military Leave.
Military leave will be treated in accordance with applicable state and federal law.
13.8 Civil Duty Leave.
Leave of absence with pay shall be granted employees to serve on jury duty, as trial witnesses or to exercise other subpoenaed civil duties.
13.9 Work-Related Injury Leave.
An employee who sustains a work-related illness or injury shall be granted a disability leave of absence in accordance with federal and state law. It is the intention of the University to comply with state and federal laws regarding such absences through its policies and procedures located at: http://www.washington.edu/admin/risk/services/workers_comp.html
Employees who are in leave without pay status for up to six (6) months due to a work-related injury, upon written request and proof of continuing disability, shall maintain their seniority and annual increment date. Leave without pay exceeding six (6) months without loss of seniority or change in increment date may be granted at the option of the employing official.
Employees who suffer a work related injury or illness that is compensable under the state worker's compensation law may select time loss compensation exclusively, leave payment exclusively or a combination of the two. Employees taking sick leave during a period in which they receive workers' compensation under the industrial insurance provisions shall receive full sick leave pay, less any industrial insurance payments for time loss during the sick leave period.
13.10 Inclement Weather.
The Employer may designate employees as "Essential." Employees designated as "Essential" are expected to report to work during incidents of inclement weather. When the University is in operation but an essential employee requests time off, and such request is approved, to deal with unanticipated problems related to natural disasters or inclement weather conditions, the essential employee may charge the absence to accrued compensatory time, personal holiday, annual leave or leave without pay.
13.11 Suspended Operations.
If the University determines it is advisable due to emergency conditions to suspend the operation of all of any portion of the institution the following will govern: When prior notification has not been given, employees released until further notice after reporting to work, shall receive a minimum of four (4) hours pay for the first day. The following options shall be made available to affected employees not required to work for the balance of the closure: vacation leave, personal holiday, accrued compensatory time, or leave without pay. Missed work time can be made up within ninety (90) days. Make up time worked by full time employees earning overtime is credited at time and one-half (1-½).