Family Care Leave
Under Washington State Law, faculty members are eligible to use available paid sick/medical leave as family care leave. Under the law, an employee is entitled to use any or all of their choice of sick/medical leave or other time off to care for a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition, or to care for a child of the employee who has a health condition that requires treatment or supervision, if the child is either under eighteen years of age or older but incapable of self-care because of a mental or physical disability.
Under the Family Care Leave Law, a family member is an employee’s:
- Parent or person who acted as the employee’s parent (e.g. foster parent or another person who served as the employee’s parent)
- Spouse or domestic partner
- Child who is under eighteen years of age; or eighteen years of age or older and incapable of self-care because of a mental or physical disability
- To care for the faculty member’s spouse/domestic partner, parent (or person who acted as the employee’s parent), sister, brother, grandparent, parent-in-law, or other family member who has a serious health condition; also includes those persons in a “step” or “half” relationship
- To care for individual’s in the following relationships with the faculty member’s spouse or domestic partner: child, parent or grandparent, who has a serious health condition.
Faculty Sick Leave and Family Care Leave provides pay for up to 90 days. When taken, it usually runs concurrently with FMLA leave. Therefore, if the faculty member has exhausted the 90 days of faculty sick leave / family care leave, she/he has also exhausted the 12 weeks of unpaid FMLA leave. However, a faculty member can choose to take 12 weeks of unpaid FMLA leave without exhausting their 90 days of paid leave. A faculty member may take concurrent Faculty/ FMLA leave intermittently or work on a reduced schedule. If FMLA has already been exhausted, intermittent leave or a reduced schedule will be granted in accordance with the Washington State Law Against Discrimination (WLAD) and/or the Americans with Disabilities (ADA) Act.