Washington Sick Leave Policy
Please see the Washington L&I notice in addition to the following policy.
Personnel Source provides its employees with paid sick leave pursuant to Washington law. In the event of any conflict between this policy and applicable law, the law will be followed.
Employees working in Washington are entitled to accrue and use paid sick leave. The employee will accrue eligible hours in accordance with current statute (one hour for every 40 hours worked). Accrued sick leave hours will not be allowable until the employee has been employed at least 90 days.
Each employee will be provided a written accounting at least monthly of the amount of unused leave time available. Such accounting will be listed on the employee’s paystub.
Under Washington’s paid sick leave law:
Paid time off may be used for the following reasons:
(a) An absence resulting from an employee's mental or physical illness, injury, or health condition; to accommodate the employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee's need for preventive medical care.
(b) To allow the employee to provide care for a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or care for a family member who needs preventive medical care.
(c) When the employee's place of business has been closed by order of a public official for any health-related reason, or when an employee's child's school or place of care has been closed for such a reason.
(d) Leave pursuant Washington’s statutorily protected domestic violence leave act.
(e) Any purpose permitted under RCW 49.46.210 (1)(b) and (c).
For purposes of sick leave, “family member” is defined as provided under RCW 49.46.210 (2) and includes any of the following persons in relation to the employee:
(a) A child, including a biological, adopted, or foster child, stepchild, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of age or dependency status
(b) A biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child
(c) A spouse
(d) A registered domestic partner
(e) A grandparent
(f) A grandchild
(g) A sibling
Use of Paid Sick Time
When using sick time, employees will be paid at the rate the employee would have earned had they not been absent.
Unused paid sick time will carry over from one year to the next as minimally required by current statute. Unused sick time is NOT paid to the employee upon termination, resignation, retirement, or other separation of employment. If an employee separates from employment with the Company (whether voluntarily or involuntarily), and is re-hired by the Company within 12 months, any previously accrued and unused sick leave will be reinstated and be made available for use as soon as the employee's combined total of days of employment with the employer equals 90 days. Employees are not allowed to donate unused sick leave to a co-worker.
Employees must make reasonable efforts to schedule planned sick leave in a manner that does not unduly disrupt operations and should attempt not to schedule leave during peak work hours, when work is time-sensitive, or when mandatory meetings are scheduled. If the need to use sick time is foreseeable, the employee must give 10 days advanced notice of employee’s intention to use sick time.
When the need to use sick time is unforeseeable, the employee shall provide notice as soon as practicable and must comply generally with the employer’s procedural requirements for requesting or reporting other time off.
Additional Hours or Shifts
A client or Personnel Source may offer an employee who called in sick additional hours or shifts that the employee may not normally be scheduled to work in a week the employee called in sick. Any of these hours or shifts the employee agrees to work will compensate for hours or shifts during which the employee was absent from work without using, or being paid for, accrued sick time for the hours or shifts missed.
A statement of the employee’s sick time accrual, use and balance will be provided in the payroll statement provided to employees on pay day.