For a mental or physical illness, injury, or health condition or if you need a medical diagnosis or preventative medical care.

• If a family member (see below) needs care for a mental or physical illness, injury, or health condition, or needs a medical diagnosis or preventative medical care.
• If your workplace or your child’s school or place of care has been closed for any health-related reason by order of a public official.
• If you are absent from work for reasons that qualify for leave under the state’s Domestic Violence Leave Act (DVLA)

Vacation time is accrued by full-time employees. All employees are required to make a request, using the online payroll portal, at least two weeks prior to their scheduling supervisor.

• Any conflict in vacation requests will be decided based on Company needs and the needs of the People We Support
• The minimum amount of vacation a nonexempt (hourly) direct care employee can use at one time is one hour at a time. 

This PTO benefit provides certain employees with one bank of paid leave that can be used for multiple purposes, including vacation, personal, and sick leave. 

• If an employee chooses to use their PTO for purposes other than those authorized under paid sick leave laws and a need for paid sick leave later arises, the Company is not required to provide additional PTO.
• If PTO is requested for illness or other unforeseeable circumstances, notify your supervisor as soon as possible. If you are unable to notify your supervisor, have another person make the notification for you as soon as possible.
• All exempt employees are required to take their PTO in 4-hour increments. All non-exempt PTO employees are able to utilize their PTO in increments of 15 minutes.

If you are taking a leave of absence for medical, to care for a family member, or parental reasons you may qualify for Washington State Paid Leave. To learn more or apply click here (https://paidleave.wa.gov/)

Eligible employees can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons under the Family Medical Leave Act (FMLA):
• The birth of a child or placement of a child for adoption or foster care;
• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
• For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;
• For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

Leave entitlements are based on a 12-month period. In all cases except leave taken by a servicemember’s caregiver, this Company measures the 12-month period in which an employee is entitled to leave by a “rolling” 12-month period measured backward from the date an employee uses any FMLA leave.

A leave of absence (leave) is defined as an unpaid approved absence from work for a specified period of time for medical, parental, military, or other approved reasons. If an employee finds that he she must be out of work for more than three days, he or she should contact the Human Resources department to determine if a leave of absence may be necessary.