EMPLOYEE VACATION PAY AND SICK LEAVE
An employee’s right to vacation pay in Washington depends on the contract. Consequently, whether unused accrued vacation is paid out at termination or whether an employer has a “use it or lose it” policy, the employment policies dictate the result.
Effective September 1, 2012, the City of Seattle requires all but the smallest employers to provide paid sick leave to Seattle employees. Employers of five or more full-time equivalent employees are covered. Employees, including temporary and part-time employees who work in Seattle at least 240 hours in a calendar year, must be allowed to accrue leave. The amount of required leave increases with the number of full-time equivalent employees. Employers in different tiers are required to allow their employees to accrue leave at different levels. For example, a tier-1 employer of 5-49 full-time equivalent employees must provide at least one hour of accrued paid leave for each 40 hours worked, up to a minimum of 40 hours per year. Mandated carryover is required for up to the same amount of leave time employers are required to allow an employee to accrue in any given year. Absence resulting from an employee’s or qualifying family member’s illness or injury, including diagnosis, treatment and preventative care is allowed. An employee must provide at least 10 days’ notice of a foreseeable leave and must generally follow employer notice policies. Employers with employees located within the City of Seattle should have a special policy in the employee handbook addressing this leave statute.
Effective September 1, 2012, the City of Seattle requires all but the smallest employers to provide paid sick leave to Seattle employees. Employers of five or more full-time equivalent employees are covered. Employees, including temporary and part-time employees who work in Seattle at least 240 hours in a calendar year, must be allowed to accrue leave. The amount of required leave increases with the number of full-time equivalent employees. Employers in different tiers are required to allow their employees to accrue leave at different levels. For example, a tier-1 employer of 5-49 full-time equivalent employees must provide at least one hour of accrued paid leave for each 40 hours worked, up to a minimum of 40 hours per year. Mandated carryover is required for up to the same amount of leave time employers are required to allow an employee to accrue in any given year. Absence resulting from an employee’s or qualifying family member’s illness or injury, including diagnosis, treatment and preventative care is allowed. An employee must provide at least 10 days’ notice of a foreseeable leave and must generally follow employer notice policies. Employers with employees located within the City of Seattle should have a special policy in the employee handbook addressing this leave statute.