#Sick leave verification#

#Sick leave verification#

If an employee is unable to provide verification due to an unreasonable burden or expense, they can instead present:.Your verification requirements cannot create an unreasonable burden or expense on your employee.You must give employees a reasonable amount of time вЂ“ at least 10 calendar days after the first day of absence вЂ“ to provide verification.Additionally, you also need to comply with applicable privacy laws. The verification requirements in your written paid sick leave policy must also detail an employeeвЂ™s right to appeal the verification requirement if the verification results in an unreasonable burden or expense on the employee. You must include any verification requirements in your written paid sick leave policy. Verification for absences exceeding three daysДЇor absences exceeding three required work days or longer, you can require an employee to provide verification that their paid sick leave absences are for an authorized purpose. You cannot require an employee to make up or trade their shift if they use paid sick leave.You cannot require an employee to find a replacement worker to cover their shift before using paid sick leave.Both the employee and employer must agree to any substitution.

Shift swappingД®mployees can work additional hours or shifts, or trade shifts with another employee, instead of using paid sick leave. Not all municipalities will accept this variance (e.g.,the City of Seattle). Note: Employers can request an increment variance for вЂњ good causeвЂќ under WAC 296-128-630(4).

If you track your employeesвЂ™ work in 15-minute increments, then employees can use their paid sick leave in 15-minute increments.

You must allow employees to use paid sick leave in increments consistent with your normal payroll practices. Balances not cashed out must be reinstated if the employee is rehired within 12 months. When an employee leaves their job for any reason, you can optionally cash out any sick leave balances. You must pay employees the paid sick leave they use within the same pay period they use it, unless you require verification for an employeeвЂ™s absences that exceed three days.

You can satisfy these requirements by including this information in your employeesвЂ™ payroll statements.

the employeeвЂ™s current, unused paid sick leave balances available for use.

the amount of paid sick leave used since the previous notice, and.

the amount of paid sick leave they accrued since the previous notice,.

At least once a month, employees must be given a notice that shows:.

You must record and credit accrued paid sick leave to an employeeвЂ™s available balance during your usual pay cycle (e.g., weekly, biweekly, semi-monthly, monthly, etc.).

After that, they must be allowed to use accrued paid sick leave in a manner consistent with your normal payroll practices, but no more than 30 days after it is earned. You must allow employees to use their accrued paid sick leave no more than 90 calendar days after they start working for you. Paid sick leave balances and availability

If you use a different accrual year, you must define it in a written policy or collective bargaining agreement.

You can use a different accrual year (such as a fiscal year, benefit year, etc.) as long as it is a fixed, consecutive 12-month period.

You can provide a more generous rate of paid sick leave accrual or carryover.

Unused paid sick leave balances of 40 hours or less must carry over from one accrual year to the next (see Carryover of accrued, unused paid sick leave).

There is no cap on the amount of paid sick leave hours an employee can accrue within your accrual year.

New employees begin accruing paid sick leave on their first day of work.

A non-exempt, salaried employee, or an employee working mandatory overtime, who works 60 hours a week will earn 3 hours of paid sick leave every two weeks.Д®mployees accrue paid sick leave for all hours worked, beginning Jan.

A part-time employee working 20 hours a week will earn 1 hour of paid sick leave every two weeks.

You must provide paid sick leave to all your employees regardless of full-time, part-time, temporary, or seasonal status.ДЄll hours that an employee works must be counted towards accrual, regardless of how many hours they work in a given week or pay period, including overtime hours. At a minimum, employees must be provided one hour of paid sick leave for every 40 hours worked.