Family Care Leave – Librarians
The state Family Care Act (FCA) provides leave use entitlements to employees who accrue paid sick leave. These entitlements and eligibility requirements are described in the table below.
UW Family Member Definition
The FCA has its own definition of “family member.” For purposes of the FCA the University has adopted a common definition for “family member” that is more inclusive. The University’s definition is as follows:
Family member means the employee’s spouse or same or opposite sex domestic partner, child, parent, grandparent, grandchild, sister, or brother. Family member also means individuals in the following relationships with the employee’s spouse or domestic partner: child, parent, or grandparent. It also includes those persons in a “step” relationship.
|Family Care Act|
|Eligibility||All workers in the state of Washington who accrue and are eligible to use paid sick leave are covered by the FCA. There is no minimum service requirement.|
|Employee Leave Entitlements||If an employee accrues sick leave or other paid leave (including donated shared leave, where eligible), he or she is entitled to use any or all of the employee’s choice of earned sick leave or other paid leave to:
|Employee Notice and Certification Requirements||In accordance with employer policy.|
|Use of Paid Leave||The FCA only applies to the employee’s eligible paid leave|
|Intermittent Leave or Working a Reduced Schedule||Taking leave intermittently is not a direct entitlement, but the ability to do so is implied by the entitlement to use any or all of the employee’s choice of sick leave or other paid leave.|
|Unpaid Leave||The FCA only specifies how employees may use existing paid leave; it does not provide additional paid or unpaid leave.|
|Benefits Entitlements||The FCA does not include any specific benefits entitlements. However, employees continue to receive UW paid benefits in a month while on paid leave for at least eight (8) hours during the month.|
|Return to Work Rights||Under the FCA there are no specific return to work provisions. However, because the law prohibits retaliation for use of family care leave, a supervisor should discuss with the unit’s Human Resources Consultant any plans to reassign an employee returning from family care leave to a different job.|