Did you know?
In the state of Washington, employers are required to provide paid sick leave to their employees.
Who is entitled to paid sick leave?
Employment in Washington state means being granted the protections of the State's Minimum Wage Act (RCW 49.46) and employees are entitled [MWCF(1] to paid sick leave. Regardless of part-time, temporary or seasonal status, employers must offer paid sick leave to their employees. Please note, that documentation and immigration status does not affect rights to paid sick leave. Please note, that documentation and immigration status does not affect your rights to paid sick leave.
Accrual
At a minimum, employers must provide one hour of paid sick leave for every 40 hours worked by an employee, paid at the employee’s normal hourly rate. There is no limit to the amount of paid sick leave an employee can obtain. At the employer's discretion, more generous accruals can be provided to employees.
Carryover
Usage
Employees must be allowed to use their paid sick leave no more than 90 days after they start working. Paid sick leave can be used for:
Closures ordered by public officials for any health-related reason. This includes the employee's workplace or their child's school.
Instances that qualify under the state's Domestic Violence Leave Act.
Illness or injury.
Physical or mental health conditions.
Doctor or dentist visits.
Preventive care.
Employees must use paid sick leave in alignment with [BA(8] the increments that are established by their employer for tracking compensation. Employees are not obligated to secure coverage or replacement to cover their absence. Alternatively, an employee may decide to arrange shift-swaps with other colleagues, rather than use their available paid sick leave - provided that all parties involved mutually agree.
Retaliation protections when using paid sick leave
Employees using paid sick leave are safeguarded from retaliation or adverse action from their employer. Employers cannot discipline any employee for using paid sick leave for authorized purposes, or for filing a complaint under the law. Using paid sick leave for authorized purposes should not be counted as an absence leading to disciplinary action.
Notification
A one-time written or electronic notification to each employee detailing their paid sick leave rights must be provided no later than their first day of employment. At least on a monthly basis, employees must be informed of how much paid sick leave they have accrued and used since their last notification. As a result, employers may include paid sick leave information on their paystub.
Payment of paid sick leave
Employees are entitled to receiving their normal rate of pay during their absence when utilizing paid sick leave. Payment must be made no later than the payday for the pay period in which the paid sick leave was used.
Regardless of part-time, temporary or seasonal status, employers must offer paid sick leave to their employees. Please note, that documentation and immigration status does not affect rights to paid sick leave.
Unused paid sick leave balances of 40 hours or less must carry over from year to year. Employers may provide more generous carryover policies at their discretion.
Employees must be allowed to use their paid sick leave no more than 90 days after they start working.
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