Employee Leave and Accommodation Information
The District understands that employees will need time away from work, for many different types of situations. Whether it’s time away to care for a new child, recover from a serious health condition, care for an ill family member, bereavement or time away for personal reasons. We encourage employees to review their Collective Bargaining Agreement for the leave provision that best suites your needs. You may also require accommodations for medical restrictions when returning from leave or for a temporary or permanent disability. The Employee Leave and Accommodations Information page will help you with frequently asked questions and provide you with a start in making your request. Please review this information carefully and contact the Human Resources Leave and Accommodations Coordinator with any further questions.    

COVID-19 Leaves
In response to the outbreak of novel coronavirus (COVID-19) in Washington state, many employees are eligible for special leave provisions, in the event they are unable to work due to defined reasons related to COVID-19. Employees may be eligible for financial compensation and job protections by using a combination of leave entitlements, which may include the employee’s own accrued leaves, general leave provisions contained in the employee’s collective bargaining agreement, Paid Family Leave, leave under the Families First Coronavirus Response Act (FFCRA) including Emergency Paid Sick Leave Act (EPSLA) and the Emergency Family and Medical Leave Expansion Act (EFMLEA). Additionally, the Governor has provided leave of absence provisions under his emergency proclamation (currently set to expire December 21, 2020).

Maternity Leave
A period of disability for birth and recovery, shall be granted to all mothers giving birth. Please review the Maternity Leave section of the Employee leave page for a full description of Leave Entitlements and Provisions.    

Family Medical Leave

The Family and Medical Leave Act (FMLA) provides employees who meet the federal eligibility requirements, up to 12 workweeks or 60 workdays of unpaid, job-protected leave a year for the diagnosis of a serious medical condition for you, a spouse, parent or child, birth of a child, adoption or placement of a foster child and/or a qualifying exigency that arises from an employee's spouse, child or parent who is on active duty or has been called to duty for the National Guard or Reserve in support of a contingency military operation. Pease review the Family Medical Leave section of the Employee Leave page for instructions on eligibility and how to request this leave.  

WA State Paid Family and Medical Leave
The Paid Family and Medical Leave program is a mandatory statewide insurance program administered by the Employment Security Department (ESD), which provides paid family and medical leave to eligible employees. Washington's Paid Family and Medical Leave program does not replace the federal Family and Medical Leave Act (FMLA), and in many cases PFML and FMLA will run concurrently.  

Parental Leave
Under the federal law, all FMLA eligible employees may be eligible for up to 12 weeks of job-protected leave in a 12 month period following the birth, adoption, or legal custody of a child.  If you wish to request this Leave, please follow the instructions provided in the Parental Leave section of the Employee Leave page. 

Leave Share
The District's Leave Share Program allows other employees within the District to donate sick leave on your behalf, for a serious health condition, care for a parent or child with a serious health condition and Parental Leave. Please review the Leave Share section of the Employee Leave page for full instructions on how to request consideration under this program.   

Bereavement
An employee shall be allowed bereavement leave for the death of any relative residing in the employee's household and/or the following family members: spouse, domestic partner, parent, child, siblings, father-in-law, mother-in-law, son-in-law, daughter-in-law, sister-in-law, brother- in-law, grandparent, grandchild, aunt, uncle, niece and nephew. The number of days of leave, should not exceed five (5) per occasion of death. These days are not cumulative or transferable. No deductions from salaries or sick leave shall be made during these days. If you report your absences through the sub finder system, please contact your regional Sub Office Coordinator for the dates of your request. If you are an employee that reports absences via time sheet or employee online, please check in with the Human Resources Leave and Accommodations Coordinator for eligibility and further information regarding this leave. 

Educational and/or other Personal Leave requests 
Please review your Collective Bargaining Agreement for provisions regarding unpaid time for non-medical personal leave provisions. All non-medical leave requests must be reviewed and approved by Human Resources ahead of time. Please contact the Human Resources Leave and Accommodations Coordinator with the details of your request and initiate the request process.   

Military Leave
This is a request for time away from work to fulfill duties and obligations for certain types of active or inactive duty in the National Guard or as a Reservist of the Armed Forces. Please review the military leave section of the Employee Leave page, for instructions on eligibility and how to request this leave.

Domestic Violence Leave 

It is the intent of the District to foster a safe and supportive community for all employees, students and visitors. Employees who experience the effects of domestic violence, stalking or sexual assault are encouraged to utilize job-protected leave from the workplace in order to seek and obtain assistance. Please contact the Human Resources Leave and Accommodations Coordinator for a confidential review of your options. 

Accommodations
A reasonable accommodation is defined as any change or adjustment to a job, the work environment, or the way things usually are done that would allow an individual with a disability to perform job functions. Under the Amercian Disabilites Act (ADA) the District is required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship.