Original Notice.

     Exempt from preproposal statement of inquiry under RCW 34.05.310(4).

     Title of Rule and Other Identifying Information: WAC 357-01-172 Family members, 357-31-070 When is an employer required to approve an employee's request to use a personal holiday?, 357-31-100 Must an employer have a policy for requesting and approving leave?, 357-31-130 When can an employee use accrued sick leave?, 357-31-200 When must an employer grant the use of vacation leave?, 357-31-230 When can an employee use accrued compensatory time?, 357-31-567 When must an employer grant the use of recognition leave?, 357-31-730 When an employee or the employee's family member is a victim of domestic violence, sexual assault, or stalking and the employee is seeking to use accrued leave or unpaid leave what documentation may the employee be required to submit?, 357-31-010 Which employees qualify for holiday compensation?, and 357-58-205 Under what conditions may an employer reassign a WMS employee?

     Hearing Location(s): Department of Personnel, 2828 Capitol Boulevard, Tumwater, WA, on January 8, 2009, at 8:30 a.m.

     Date of Intended Adoption: January 8, 2009.

     Submit Written Comments to: Connie Goff, Department of Personnel, P.O. Box 47500, e-mail connieg@dop.wa.gov, fax (360) 586-4694, by January 2, 2009. FOR DOP TRACKING PURPOSES PLEASE NOTE ON SUBMITTED COMMENTS "FORMAL COMMENT."

     Assistance for Persons with Disabilities: Contact department of personnel by January 2, 2009, TTY (360) 753-4107 or (360) 586-8260.

     Purpose of the Proposal and Its Anticipated Effects, Including Any Changes in Existing Rules: The following changes are housekeeping in nature.

     Statutory Authority for Adoption: Chapter 41.06 RCW.

     Statute Being Implemented: RCW 41.06.150.

     Rule is not necessitated by federal law, federal or state court decision.

     Name of Proponent: Department of personnel, governmental.

     Name of Agency Personnel Responsible for Drafting: Kristie Wilson, 521 Capitol Way South, Olympia, WA, (360) 664-6408; Implementation and Enforcement: Department of personnel.

     No small business economic impact statement has been prepared under chapter 19.85 RCW. Not required.

     A cost-benefit analysis is not required under RCW 34.05.328.

December 3, 2008

Eva N. Santos

Director

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-01-172, filed 7/11/08, effective 10/1/08; 05-12-093, § 357-01-172, filed 5/27/05, effective 7/1/05.]

     (a) The employee is entitled to a personal holiday in accordance with RCW 1.16.050 and WAC 357-31-055;

     (b) The employee has requested the personal holiday in accordance with the employer's leave procedures; and

     (c) The employee's absence does not interfere with the operational needs of the employer.

     (2) At any time, an employer must allow an employee to use part or all of the personal holiday for any of the following reasons:

     (a) To care for a minor/dependent child with a health condition that requires treatment or supervision;

     (b) To care for a spouse, parent, parent-in-law or grandparent of the employee who has a serious health condition or an emergency health condition;

     (c) If the employee or the employee's family member is a victim of domestic violence, sexual assault, or stalking as defined in ((section 2, chapter 286, Laws [of] 2008.)) RCW 49.76.020. An employer may require the request for leave under this section be supported by verification in accordance with WAC 357-31-730; or

     (d) In accordance with WAC 357-31-373, for an employee to be with a spouse who is a member of the armed forces of the United States, National Guard, or reserves after the military spouse has been notified of an impending call or order to active duty, before deployment, or when the military spouse is on leave from deployment.

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-31-070, filed 7/11/08, effective 10/1/08; 07-03-054, § 357-31-070, filed 1/12/07, effective 2/15/07; 05-08-136, § 357-31-070, filed 4/6/05, effective 7/1/05.]

     (1) Allow an employee to use vacation leave without advance approval when the employee is requesting to use vacation leave to respond to family care emergencies, or for an emergency health condition as provided in WAC 357-31-200(2);

     (2) Allow an employee to use a reasonable amount of accrued leave or unpaid leave when the employee is a victim, or has a family member, as defined in chapter 357-01 WAC, who is a victim of domestic violence, sexual assault, or stalking as defined in ((section 2, chapter 286, Laws [of] 2008;)) RCW 49.76.020; and

     (3) Address advance notice from the employee when the employee is seeking leave under subsection (2) of this section. When advance notice cannot be given because of an emergency or unforeseen circumstances due to domestic violence, sexual assault, or stalking, the employee or the employee's designee must give notice to the employer no later than the end of the first day that the employee takes such leave.

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-31-100, filed 7/11/08, effective 10/1/08; 05-08-136, § 357-31-100, filed 4/6/05, effective 7/1/05.]

     (1) Employers must allow the use of accrued sick leave under the following conditions:

     (a) Because of and during illness, disability, or injury that has incapacitated the employee from performing required duties.

     (b) By reason of exposure of the employee to a contagious disease when the employee's presence at work would jeopardize the health of others.

     (c) To care for a minor/dependent child with a health condition requiring treatment or supervision.

     (d) To care for a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or emergency health condition.

     (e) For family care emergencies per WAC 357-31-290, 357-31-295, 357-31-300, and 357-31-305.

     (f) For personal health care appointments.

     (g) For family members' health care appointments when the presence of the employee is required if arranged in advance with the employing official or designee.

     (h) When an employee is required to be absent from work to care for members of the employee's household or relatives of the employee/employee's spouse who experience an illness or injury, not including situations covered by subsection (1)(d) of this section.

     (i) The employer must approve up to five days of accumulated sick leave each occurrence. Employers may approve more than five days.

     (ii) For purposes of this subsection, "relatives" is limited to spouse, child, grandchild, grandparent or parent.

     (i) If the employee or the employee's family member, as defined in chapter 357-01 WAC, is a victim of domestic violence, sexual assault, or stalking as defined in ((section 2, chapter 286, Laws [of] 2008.)) RCW 49.76.020. An employer may require the request for leave under this section be supported by verification in accordance with WAC 357-31-730.

     (j) In accordance with WAC 357-31-373, for an employee to be with a spouse who is a member of the armed forces of the United States, National Guard, or reserves after the military spouse has been notified of an impending call or order to active duty, before deployment, or when the military spouse is on leave from deployment.

     (2) Employers may allow the use of accrued sick leave under the following conditions:

     (a) For condolence or bereavement.

     (b) When an employee is unable to report to work due to inclement weather in accordance with the employer's policy on inclement weather as described in WAC 357-31-255.

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-31-130, filed 7/11/08, effective 10/1/08; 05-08-136, § 357-31-130, filed 4/6/05, effective 7/1/05.]

     (a) As a result of the employee's serious health condition.

     (b) To care for a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or an emergency health condition.

     (c) To care for a minor/dependent child with a health condition that requires treatment or supervision.

     (d) For parental leave as provided in WAC 357-31-460.

     (e) If the employee or the employee's family member, as defined in chapter 357-01 WAC, is a victim of domestic violence, sexual assault, or stalking as defined in ((section 2, chapter 286, Laws [of] 2008.)) RCW 49.76.020. An employer may require the request for leave under this section be supported by verification in accordance with WAC 357-31-730.

     (f) In accordance with WAC 357-31-373, for an employee to be with a spouse who is a member of the armed forces of the United States, National Guard, or reserves after the military spouse has been notified of an impending call or order to active duty, before deployment, or when the military spouse is on leave from deployment.

     (2) In accordance with the employer's leave policy, approval for the reasons listed in (1)(a) through (f) above may be subject to verification that the condition or circumstance exists.

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-31-200, filed 7/11/08, effective 10/1/08; 05-08-137, § 357-31-200, filed 4/6/05, effective 7/1/05.]

     (2) An employee must be granted the use of accrued compensatory time to care for a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or an emergency health condition, or to care for a minor/dependent child with a health condition that requires treatment or supervision. In accordance with the employer's leave policy, approval of the employee's request to use accrued compensatory time ((maybe)) may be subject to verification that the condition exists.

     (3) An employee must be granted the use of accrued compensatory time if the employee or the employee's family member, as defined in chapter 357-01 WAC, is a victim of domestic violence, sexual assault, or stalking as defined in ((section 2, chapter 286, Laws [of] 2008.)) RCW 49.76.020. An employer may require the request for leave under this section be supported by verification in accordance with WAC 357-31-730.

     (4) In accordance with WAC 357-31-373, an employee must be granted the use of accrued compensatory time to be with a spouse who is a member of the armed forces of the United States, National Guard, or reserves after the military spouse has been notified of an impending call or order to active duty, before deployment, or when the military spouse is on leave from deployment.

     (5) Compensatory time off may be scheduled by the employer during the final sixty days of a biennium.

     (6) Employers may require that accumulated compensatory time be used before vacation leave is approved, except in those instances where this requirement would result in loss of accumulated vacation leave.

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-31-230, filed 7/11/08, effective 10/1/08; 05-08-137, § 357-31-230, filed 4/6/05, effective 7/1/05.]

     (a) An employee must be granted the use of recognition leave if the employee or the employee's family member, as defined in chapter 357-01 WAC, is a victim of domestic violence, sexual assault, or stalking as defined in ((section 2, chapter 286, Laws of 2008.)) RCW 49.76.020. An employer may require the request for leave under this section be supported by verification in accordance with WAC 357-31-730; and

     (b) In accordance with WAC 357-31-373, an employee must be granted the use of recognition leave to be with a spouse who is a member of the Armed Forces of the United States, National Guard, or Reserves after the military spouse has been notified of an impending call or order to active duty, before deployment, or when the military spouse is on leave from deployment.

     (2) In accordance with the employer's leave policy, approval for the reasons listed in (1)(a) and (b) above may be subject to verification that the condition or circumstance exists.

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-31-567, filed 7/11/08, effective 10/1/08.]

     (a) A police report indicating that the employee or the employee's family member was a victim of domestic violence, sexual assault, or stalking;

     (b) A court order protecting or separating the employee or employee's family member from the perpetrator of the act of domestic violence, sexual assault, or stalking;

     (c) Evidence from the court or prosecuting attorney that the employee or the employee's family member appeared, or is scheduled to appear, in court in connection with an incident of domestic violence, sexual assault, or stalking;

     (d) An employee's written statement that the employee or the employee's family member is a victim of domestic violence, sexual assault, or stalking; or

     (e) Documentation that the employee or the employee's family member is a victim of domestic violence, sexual assault, or stalking, from any of the following persons from whom the employee or employee's family member sought assistance in addressing the domestic violence, sexual assault, or stalking: An advocate for victims of domestic violence, sexual assault, or stalking; an attorney; a member of the clergy; or a medical or other professional.

     (2) If the victim of domestic violence, assault, or stalking is the employee's family member, as defined in chapter 357-01 WAC, verification of the familial relationship between the employee and the victim may include but is not limited to: A statement from the employee; a birth certificate; a court document; or other similar documentation.

[Statutory Authority: Chapter 41.06 RCW. 08-15-043, § 357-31-730, filed 7/11/08, effective 10/1/08.]

     Reviser's note: RCW 34.05.395 requires the use of underlining and deletion marks to indicate amendments to existing rules. The rule published above varies from its predecessor in certain respects not indicated by the use of these markings.
AMENDATORY SECTION(Amending WSR 06-11-049, filed 5/11/06, effective 6/12/06)

WAC 357-31-010   Which employees qualify for holiday compensation?   (1) Full-time general government employees ((and cyclic year position employees)) who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status:

     (a) For at least eighty nonovertime hours during the month of the holiday; or

     (b) For the entire work shift preceding the holiday.

     (2) Full-time higher education employees and cyclic year position employees who work full monthly schedules qualify for holiday compensation if they are in pay status for the entire work shift preceding the holiday.

     (3) Cyclic year position employees scheduled to work less than full monthly schedules throughout their work year qualify for holiday compensation if they work or are in pay status on their last regularly scheduled working day before the holiday(s) in that month.

     (4) Part-time general government employees who are in pay status during the month of the holiday qualify for holiday pay on a pro rata basis in accordance with WAC 357-31-020, except that part-time employees hired during the month of the holiday will not receive compensation for holidays that occur prior to their hire date.

     (5) Part-time higher education employees who satisfy the requirements of subsection (1) of this section are entitled to the number of paid hours on a holiday that their monthly schedule bears to a full-time schedule.

[Statutory Authority: Chapter 41.06 RCW. 06-11-049, § 357-31-010, filed 5/11/06, effective 6/12/06; 05-08-136, § 357-31-010, filed 4/6/05, effective 7/1/05.]

     If the reassignment is beyond a reasonable commute and the employee does not agree to the reassignment, the employee has layoff rights in accordance with this chapter.

[Statutory Authority: Chapter 41.06 RCW. 05-12-069, § 357-58-205, filed 5/27/05, effective 7/1/05.]

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