____________________________________________ 417.05目的地区共享休假计划的目的是允许符合条件的地区雇员，在不显著增加地区提供休假费用的情况下，帮助可能无薪休假或终止雇佣关系的地区雇员。

417.10资格只有全职员工和兼职教师才有资格获得共享假和/或捐赠共享假。兼职时薪、勤工俭学和学生帮助员工没有资格参加共享休假计划。全职员工和兼职教师只有在下列合格原因之一导致他们无薪休假或终止雇佣的情况下才能获得共享假期。符合以下条件的员工可能有资格享受共享假期：

  • 患有，或其亲属或家庭成员患有异常或严重的疾病、伤害、损伤或身体或精神状况
  • 曾被征召到军中服役吗
  • 患有妊娠残疾
  • 会和刚出生的婴儿或刚被安置的孩子建立联系吗
  • 是否是RCW 41.04.655所定义的家庭暴力、性侵犯或跟踪的受害者
  • 是否曾在灾难发生后为政府机构或非营利组织从事人道主义救援的志愿服务

“严重”或“异常”被定义为严重或极端和/或危及生命。患病或受伤的标准与FMLA不同。通常符合共享休假标准的“严重”或“特殊”情况包括：

  • 大手术需要住院
  • 病情严重的门诊手术
  • 癌症和治疗
  • 住院因严重的身体或精神状况而住院
  • 参加正在进行的行为健康治疗项目（住院或日间），需要连续请假
  • 因高危妊娠并发症而卧床休息
  • 医学上必要的性别肯定治疗

通常不符合标准的情况包括：

  • 流感
  • 水痘
  • 扭伤了脚踝
  • 择期整容手术
  • 因慢性、持续的不严重或危及生命的疾病而休间歇假。澳门威尼斯人app大学应决定休假的数量，如果有的话，员工可以根据本节获得。然而，只要休假未归还给申请人，澳门威尼斯人app学院可能不会阻止员工间歇性地或在非连续的日子使用共享休假。

学院使用您的医疗保健提供者提供的信息来确定您的医疗状况是否符合“严重、异常或危及生命”的定义。与工作有关的工伤或疾病属于工人赔偿范围，从获得共同休假中获得的工资不得超过基本工资的25% (RCW 41.04.665（2)(b)）。

In addition to the qualifying reason set forth above and only until the expiration of proclamation 20-05, issued February 29, 2020, by the governor and declaring a state of emergency in the state of Washington, or any amendment thereto, whichever is later, an eligible employee may receive shared leave if the employee, or a relative or household member, is isolated or quarantined as recommended, requested, or ordered by a public health official or health care provider as a result of suspected or confirmed infection with or exposure to the 2019 novel coronavirus (COVID-19).  See RCW 41.04.665(f)(1).
417.20 Process for Requesting Shared Leave
All shared leave documentation is coordinated through Human Resources. Employees may request shared leave by completing the Shared Leave Request Form and indicating the qualifying reason for their request and providing any additional documentation that is required to serve as verification for the shared leave request. Supporting documentation also helps identify the anticipated duration of the need for shared leave. Each qualifying reason requires specific documentation to support the request.
1. Medical Condition
Employee’s medical provider or relative/household member’s medical provider must complete the medical certification form (pages 3-4 on the Shared Leave Request Form). The completed form is submitted to Human Resources.
2. Military
Submit a copy of the military orders verifying employee’s required absence to Human Resources.
3. Victim of Domestic Violence, Sexual Assault, or Stalking
Provide one of the following to Human Resources:
• A police report indicating that you are a victim of domestic violence, sexual assault, or stalking;
• A court order protecting or separating you from the perpetrator of the act of domestic violence, sexual assault, or stalking;
• Evidence from the court or prosecuting attorney that you appeared or are scheduled to appear in court in connection with the incident of domestic violence, sexual assault, or stalking;
• Written statement that you are a victim of domestic violence, sexual assault, or stalking;
• Documentation that you are a victim of domestic violence, sexual assault, or stalking from anyone with whom is familiar with your situation, an attorney, member of the clergy, medical or other professional
4. Volunteered Services for Emergency
Provide proof of acceptance of an employee’s offer to volunteer for either a government agency or nonprofit organization during declared state of emergency.
After receiving the shared leave request form and any additional documentation required, Human Resources will approve or deny the request. The employee will be notified of the decision. If approved, Human Resources will request leave donations for the employee from fellow faculty and staff.
For some shared leave requests, it may not be necessary to request donations from all faculty and staff. For instance, if an employee volunteers to donate enough leave to cover the shared leave request for the absences, we would not need to ask for additional donations.
*Please note that if the medical leave is planned/scheduled, employees may not receive retro shared leave donations. They will receive donations for absences occurring after the form is submitted and approved.
The College may also consider other methods of accommodating the employee’s needs such as modified duty, modified hours, flextime, or special assignments in place of shared leave.
417.30 Process for Donating
Full-time employees and adjunct faculty may donate shared leave to the requesting employee by the Shared Leave Donation Form. Eligible employees may donate vacation, sick leave, and/or personal holidays. Donations will only be processed if the donating employee’s leave balances do not fall under specified balances outlined below.
417.40 Types & Limitations on Leave Donations
Vacation:
Employees may donate vacation leave if this does not cause their vacation leave balance to fall below 80 hours. For full-time employees that work less than 40 hours/week, requirements for vacation leave balances are prorated.
Sick Leave:
Employees may donate any amount of sick leave provided the donation does not cause their sick leave balances to fall below 176 hours after the transfer.
RCW 41.04.665 allows employees of higher education institutions who do not accrue vacation leave but do accrue sick leave to donate sick leave. The donation cannot cause the employee’s sick leave balance to fall below 22 days.
Personal holiday: An employee may donate all or part of a personal holiday. Any portion of the personal holiday that is not used shall be returned to the donating employee and may be used by the donor if the returned donation occurs and is then used in the same calendar year that it was donated. If the hours are returned during a different calendar, the employee cannot use the remaining hours.
417.50 Receiving Shared Leave
Employees who are receiving shared leave may bank up to 40 hours or vacation and 40 hours of sick leave while receiving shared leave (RCW 41.04.665(13)). Employees on shared leave will continue to receive the same salary, wage, and employee benefits that they normally receive when using paid leave (RCW 41.04.665(7)). Employees must submit absences accordingly and select shared leave requesting for the leave type.
Employees receiving industrial insurance wage replacement benefits may not receive greater than 25% of their base salary from receipt of shared leave (RCW 41.04.665(2)(b)).
During the annual winter efficiency closure, employees receiving shared leave may use shared leave for the closure days based on their schedule as indicated by their medical provider during that period. For example, an employee on consecutive leave, would be able to use shared leave for all the closure days. An employee that’s released to work two hours/day, would be able to use shared leave for six hours/day (for a 1.0 FTE employee) for the closure days.
417.60 Shared Leave Maximum
An employee may not receive more than 522 days of shared leave for the entire duration of their state employment. For this purpose, 8 hours shall constitute a day (RCW 49.28.010).
Human Resources may authorize an employee to receive shared leave more than 522 days in extraordinary circumstances if the qualifying employee suffers from an illness, injury, impairment, or physical or mental condition, which is of an extraordinary or severe nature.
417.70 Unused Shared Leave Return
The value of any leave transferred under this section which remains unused shall be returned at its original value to the employee or employees who transferred the leave when we find that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred or for any other qualifying condition. Unused shared leave may not be returned until one of the following occurs:
• HR receives from the affected employee a statement from the employee's doctor verifying that the illness or injury is resolved
• The employee is released to full-time employment, has not received additional medical treatment for his or her current condition or any other qualifying condition for at least six months, and the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved
417.80 Transfer of Shared Leave
Shared leave can transfer within a state agency and account, between accounts or agencies, or between agencies, educational service districts, and school districts.
Transfer of leave requires approval from both the donor and done agencies. Human Resources coordinates a shared leave transfer.
If a shared leave account is closed and an employee later has a need to use shared leave due to the same condition listed in the closed account, the agency head must approve a new shared leave request for the employee.

配套文件：Pol采用日期：1990/09/04修订日期：2024/10/08