UW - WSNA Contract
Article 14 - Sick Leave
14.1 Sick Leave—Accrual.
- Full-time RNs shall accrue eight hours of sick leave credit for each month of completed classified service. Paid sick leave may not be used in advance of accrual.
- RNs working less than a full-time schedule shall accrue sick leave credit on the same pro-rata basis that their employment schedule bears to a full-time schedule.
- Sick leave credits shall not accrue during a leave of absence without pay that exceeds ten working days in any calendar month.
14.2 Family Members.
The RN's spouse or domestic partner (same sex or opposite sex), child, parent, grandparent, grandchild, sister or brother. Family member also includes individuals in the following relationships with the RN's spouse or domestic partner: child, parent and grandparent. "Child" also includes any child residing in the RN's home through foster care, legal guardianship or custody. Family members include those persons in a "step" relationship.
14.3 Sick Leave—Use.
Sick leave shall be allowed an employee under the following conditions:
- 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 fifteen years of age and over that require the presence of the employee to provide immediate necessary care of the patient or to make arrangements for extended care. The Medical Center may authorize sick leave use as provided in this subsection for other than family members.
- To care for a child, as defined under section 14.2 above, under the age of eighteen with a health condition that requires treatment or supervision, or to make arrangements for extended care.
- Because of illness or injury of a family 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.
- To provide emergency child care for the employee's child. Such use of sick leave is limited to three days in any calendar year, unless extended by Human Resources.
- Because of a family 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 employing official or designee.
- Sick leave may be granted for condolence or bereavement.
- In accordance with the Washington Family Care Act, RCW 49.12, RNs 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 or (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 the exercise of these rights.
- When the RN uses sick leave under the article, the Medical Center reserves the right to require sick leave verification from a licensed healthcare provider. The Medical Center shall not request such verification unreasonably.
- The Union and Employer agree that the abuse of sick leave or unauthorized leave without pay will not be condoned. A pattern of misuse or abuse of sick leave may result in corrective action.
14.4 Bereavement Leave.
Three (3) days of bereavement leave shall be granted for each death of a family member as defined in section 14.2, above.
Sick leave in addition to the three (3) days of bereavement leave may be used for the purpose of bereavement with the approval of the nurse manager.
14.5 Sick Leave Cash Out.
Employees shall be eligible to receive monetary compensation for accrued sick leave as follows:
In January of each year, and at no other time an employee whose year-end sick leave balance exceeds 480 hours may choose to convert sick leave hours earned in the previous calendar year minus those used during the year to monetary compensation.
- No sick leave hours may be converted which would reduce the calendar year-end balance below 480 hours.
- Monetary compensation for converted hours shall be paid at the rate of 25% and shall be based upon the employee's current salary.
- All converted hours will be deducted from the employee's sick leave balance.
- Employees who separate from state service on or after September 1, 1979, due to retirement or death shall be compensated for their unused sick leave accumulation at the rate of 25%. Compensation shall be based upon the employee's salary at the time of separation. For the purpose of this subsection, retirement shall not include "vested out-of-service" employees who leave funds on deposit with the retirement system.
- Compensation for unused sick leave shall not be used in computing the retirement allowance; therefore no contributions are to be made to the retirement system for such payments, nor shall such payments be reported as compensation.
- An employee who separates from the classified service for any reason other than retirement or death shall not be paid for accrued sick leave.
14.6 Sick Leave Donation.
In accord with state law and Medical Center policy, RN's may donate sick leave to any employee entitled to receive such donations.
14.7 Advance Notification.
All nurses working any shift shall notify the Employer at least two hours in advance of the nurse's scheduled shift if unable to report for duty as scheduled. Failure to do so may result in loss of paid sick leave for that day.
14.8 Voluntary Employee Beneficiary Association (VEBA).
RNs who retire from the University of Washington may participate in the University's VEBA program in accord with the terms and conditions of the program at the time of the RN's retirement. Such terms and conditions may be found on the WEB at: http://www.washington.edu/admin/hr/benefits/veba.html.