HR Badge #10: Leaves: Other-HR Badge #10

HR Badge #10 - PowerPoint

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The document is a training module (“Human Resource Badge #10: Leaves—Other”) outlining leave types beyond FMLA and Washington PFML, with emphasis on legal sources, eligibility, permitted uses, verification, notice, and employer obligations.

<strong>Paid Sick Leave (WA)</strong> (RCW 49.46.210; WAC 296-128): Applies to employees not exempt under the Minimum Wage Act (generally not executive/administrative/professional exempt). Employees may use it starting the 90th calendar day of work. Accrual is at least 1 hour per 40 hours worked; employers need not allow accrual during paid time off. At least 40 hours of unused leave must carry over annually. Employers may frontload leave but cannot seek reimbursement if use exceeds what would have accrued; shortfalls must be corrected within 30 days and governed by a written policy/CBA. Leave can be used for the employee’s or a family member’s illness/injury/condition, diagnosis/treatment, preventive care, certain public health closures, and for absences that qualify under the Domestic Violence Leave Act. “Family member” is broadly defined (child, parent, spouse/partner, grandparent, grandchild, sibling, etc.). Verification may be required for absences over three days, must be covered by policy/CBA, cannot require diagnosis details, must remain confidential, and must allow at least 10 calendar days to provide proof without undue burden. Employers must provide required notices and monthly accrual/usage statements and may not retaliate.

<strong>Family Care Act Leave</strong> (RCW 49.12.265–.295; WAC 296-130): If an employee has paid time off, employers must allow use of any/all of it to care for a child needing treatment/supervision, or for a spouse/parent/parent-in-law/grandparent with a serious or emergency condition. Posting and anti-retaliation requirements apply.

<strong>Domestic Violence Leave Act</strong> (RCW 49.76; WAC 296-135): Provides “reasonable” leave (with or without pay) for legal help, medical treatment, shelter/services, counseling, safety planning, or relocation related to domestic violence, sexual assault, or stalking affecting the employee or family member. Notice is required (or by end of first day if unforeseen). Employers may request verification, must keep information confidential, must post notices, maintain benefits, preserve accrued pay/benefits, and generally restore the employee to the job (subject to limited term/project exceptions).

It also flags additional leaves: shared leave, pregnancy disability leave, military family leave, military leave for public employees, and CBA-granted leaves.

Keywords

Washington Paid Sick Leave (RCW 49.46.210)

WAC 296-128 paid sick leave rules

Leave accrual and carryover (1 hour per 40 hours)

Paid sick leave verification and confidentiality

Family member definition for leave use

Washington Family Care Act (RCW 49.12.265–.295)

Use of paid time off for family care

Domestic Violence Leave Act (RCW 49.76)

Domestic violence/sexual assault/stalking leave verification and job restoration

Employer notice, posting, and anti-retaliation obligations